Pain Points2018-06-05T18:42:12+00:00

Your most difficult issues can be
your greatest opportunities.

Good leaders create their own problems, it’s part of the job. The good news? We help with these challenges every day.
Our vision is fuzzy, and key leaders are pulling in opposite directions.

Our priorities are clear as mud because we haven’t talked about our vision and strategies for months. How can we win if we are all working on different things?

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Hair-on-fire decision-making is creating confusion and burnout.

No one knows who gets to make what decisions, so hesitation and second-guessing make every decision a fire-drill. How do we start thinking ahead and become more strategic?

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Our Board and Senior Management are not aligned and it's hurting our confidence.

Every quarter it takes more energy to prepare for Board Meetings. It’s wasted time that seems to go nowhere. We’re told we need to move faster to compete. How do we get off this roller coaster, and focus?

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Me-first leadership is creating confusion and unrest.

After years of M&A activity, we have a hodge-podge of styles and skills that don’t complement one another. Too many people get power by being negative. How can build a “we-first” culture, instead of “me-first?”

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Lack of accountability is draining our morale and hurting our confidence.

Rewarding longevity over performance isn’t dead yet in our culture. A-players are getting frustrated as the C-players linger. How do we get honest with each other about job performance so we can win together?

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Our decision-making is painfully slow and results are suffering.

Most of our leaders are afraid to make the tough call, so we keep meeting and meeting. Eventually, our CEO intervenes to break the gridlock. How can we empower decision-making closer to the customers?

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Employee engagement scores are embarrassingly low.

Annual survey results are revealing – our people don’t feel connected or appreciated by management. Our customer satisfaction scores tell us the same thing. How do we turn engagement around, and fast!?

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Superhero leaders are dominating our culture, and people won't speak up.

We’re tired of certain leaders who swoop in and save the day when things get stressed – it’s stunting the growth of our people and teams. How can we convince the superheroes to let go, so others can grow?

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Top leaders are retiring soon and we have no bench strength.

Aging baby boomers are accelerating concerns with top leader turnover. We’re scrambling to find leaders from within, and worried about “Brain Drain” when veterans leave. How can we grow successors faster?

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